Whistleblowing in the Workplace: What Employers Need to Know

Employees are often the first to notice when something in the workplace is not right. Whether it relates to unsafe practices, unethical behaviour, or legal breaches, organisations need clear processes that allow employees to raise concerns safely.

A whistleblowing policy helps ensure concerns are raised early and handled appropriately, protecting both employees and the organisation. It is also becoming increasingly important for employers to review their policies as changes to whistleblowing protections are expected in April 2026, which will strengthen protections for workers who report certain types of misconduct, including sexual harassment.

Having clear reporting procedures in place can help organisations address issues promptly while creating a workplace culture where employees feel confident speaking up.

What Is Whistleblowing?

Whistleblowing occurs when a worker reports serious wrongdoing within an organisation that is in the public interest.

In the UK, workers who raise these concerns may be protected under the Public Interest Disclosure Act 1998, which protects employees from dismissal or unfair treatment when they make a “protected disclosure”.

Examples of issues that may be reported through whistleblowing include:

• criminal offences

• breaches of legal obligations

• risks to health and safety

• environmental damage

• attempts to conceal wrongdoing

Unlike a personal grievance, whistleblowing usually relates to concerns that affect others within the organisation or the wider public.

Upcoming Legal Developments (April 2026)

Whistleblowing protections in the UK are primarily governed by the Public Interest Disclosure Act 1998, which protects workers from dismissal or unfair treatment when they raise concerns about wrongdoing in the public interest.

Alongside whistleblowing protections, employers must also consider their responsibilities under the Equality Act 2010, which prohibits sexual harassment in the workplace.

In addition, the Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into force in October 2024, introduced a duty on employers to take reasonable steps to prevent sexual harassment at work.

These developments highlight the importance of having clear whistleblowing and harassment reporting procedures, ensuring employees feel able to raise concerns and that organisations respond appropriately.

Why Employers Need a Whistleblowing Policy

A clear whistleblowing policy helps employees understand how and where to report concerns.

Without clear procedures, employees may feel unsure about speaking up, or problems may go unnoticed until they become more serious.

Having a policy in place can help organisations:

• Identify potential risks early

• Demonstrate compliance with employment law

• Encourage openness and accountability

• Protect employees who raise concerns in good faith

Creating a culture where employees feel comfortable speaking up can also help prevent issues from escalating.

Handling Whistleblowing Concerns

When a concern is raised, employers should respond promptly and fairly.

Best practice usually includes:

1. Acknowledging the concern

2. Reviewing the information provided

3. Carrying out a fair and impartial investigation

4. Taking appropriate action where necessary

Maintaining confidentiality wherever possible is also important to ensure employees feel confident in raising concerns.

Supporting a Speak-Up Culture

Policies alone are not enough. Employees must feel confident that concerns will be taken seriously.

Organisations can support this by:

• communicating whistleblowing procedures clearly

• training managers on handling concerns

• ensuring concerns are investigated properly

• reassuring employees that they will not face retaliation for raising issues

When employees trust the process, they are more likely to raise concerns early.

Need Support Reviewing Your Whistleblowing Policy?

Ensuring your whistleblowing procedures are clear and effective is an important part of good governance.

If you would like support reviewing your policies or guidance on handling workplace concerns, our HR team can help.

Get in touch to discuss how we can support your business.